While there are still many companies operating under the tried and true, traditional human resource management theories and practices, the role of HR in today’s businesses is changing. While the Human Resources Department has typically been known to deal with the issues of policy or administration, today, HRM requires a more interactive approach than ever before.

The average Human Resources Department is learning to work more closely with individual employees, assisting in training, and helping workers to better meet the corporate and business goals. It’s no longer just the economic issues that drive the department, but also the behavioral ones.

In general, HR is becoming more a part of the team than it once was. Rather than being the folks who sit in their closed offices and interview applicants then allow department managers and executives to handle day-to-day operations, HR is now getting involved in decision making, and making a contribution to the company as a whole, rather than only the HR department.

Many of these changes come as a result of management’s change in focus, going from a distinct hierarchy where top level managers are the only ones whose voices matter, to a team approach to organizational management that recognizes the importance of every team member.

Some of the more involved aspects of the HR department may include employee training, both in the realm of selecting what’s needed and providing for the delivery of content, as well as evaluating the results.

In addition, a closer relationship with managers at all levels in the company is making it easier for the HR department to take part in other aspects of business operations, including aiding in the implementation of many of the policies they once only created.

There are initiatives also to spread the knowledge within the organization, down to the most ordinary members. The best way to empower them is to give out Human Resources software that provides an orientation and comprehensive discussion of organizational policies.

With the changes in HR laws, the department is also becoming more adept at providing the ground rules for hiring, firing, discipline and interaction with employees, as well as compensation and benefits, an area they’ve pretty much managed all along. And as laws continue to evolve and change, the HR Department is expected to become increasingly important in the management and policies required to remain in compliance of each one.

The changes in Human Resources Management is taking further into the department to the realm of doing what its name has always implied… managing the most vital resources to any company, it’s human resources.